For the past two years, the world has been inundated with the latest Internet fads: Twitter, MySpace, YouTube, Facebook, and blogs.
People spend hours every day keeping their Facebook and MySpace pages up to date. They “tweet” on Twitter to give others breaking updates on their lives. They make and upload videos for YouTube. People have created their own blogs where they chat about personal, political, and professional topics.
All of this would be perfectly harmless if (a) it wasn’t happening while they were at work and (b) they weren’t sharing anything about their workplace.
Some companies are taking advantage of these new vehicles to market to customers or potential customers. Companies have employees who “chat” with their customers live or blog answers to frequently asked questions.
Other companies, however, are clueless about these potentially productivity-reducing apps and their rampant use during work hours.
Employee Internet use for non-work related purposes is estimated to be two to three hours each day. Companies must take the lead on this issue and take a clear position that employees understand.
Some organizations have used website blocking software to limit access to these sites. Employees can simply get around that by using their cell phones, PDAs, or laptops to connect to the Internet. While some companies have created policies in their handbook that describe Internet use at work as for company business only, they have yet to include cell phone or PDA use in that section to get up to speed with technology.
Businesses should also consider the effect that “tweeting” or having a Facebook page can have on sharing too much company information with the broader Internet community. Let’s say, for example, that a salesperson for a business gets on Twitter, “tweets” that he just landed in Phoenix and is picking up a rental car to go see Customer XYZ. Imagine a competitor somehow getting that information and using it for their benefit. I have seen detailed information about the work that people are doing on YouTube or Facebook in clear violation of the company’s confidentiality clauses.
Companies affected by employee posts on social networking sites have taken disciplinary action including employee reviews, suspensions or even terminations. These firings have fueled lawsuits from laid-off employees who are just beginning to make their way through the legal system, costing companies a lot of money to defend their actions.
Companies must establish a policy or position that is consistent with their culture. Companies that openly promote the technology may be more lenient with the social media policies they create. Others in strictly regulated industries should be very strict in setting the rules.
All companies should keep in mind that their younger employees are very attached to these technologies and could be discouraged by employers who have an overreach policy.
No matter what a company’s point of view is on the subject, it’s just another round in the changes new technology is making in the workplace today and for the foreseeable future.
